Ryan Clement: Recent Episodes
Ryan Clement
In this podcast I talk about Protected Disclosures within the context of employment, which is what a whistleblower has to make in order to be protected from suffering a detriment or be dismissed because they whistleblew. See video on YouTube (https://youtu.be/9ni_6Lmr-D8?si=dFCowR0BY9Gbfray)
Ruby Thomas is an Human Resources Manager for a multinational company, and shares her experience of HR with us. It’s a must for us all.
This episode discusses prostate cancer and encourages men to get checked. There is simply NO excuse not to get checked regularly. You owe it to yourself, your family and your friends. Ignoring prostate cancer won't beat it!
Grievance in #Employment and the #Workplace explained. See it on YouTube https://youtu.be/Exl2kINfytc
This episode discusses what amounts to a detriment and dismissal for a whistleblower who has made a qualifying disclosure under the Employment Rights Act 1986
This episode discusses “Whistleblowing” and explains what amounts to a “Qualifying Disclosure.”
THIS is an introduction to the first of a set of videos on “Whistblowing!” from an employment perspective.
When considering Disability under the Equality Act 2010, KNOWLEDGE is power but ignorance may lead to liability. Race Relations in Employment Law https://www.amazon.co.uk/dp/B09F16L5VX/
Introduction to the book read by Ryan Clement https://www.amazon.co.uk/dp/B09F16L5VX/ (PAPERBACK) or https://www.amazon.co.uk/dp/B09FH26KKJ/ (KINDLE)
Until now, I have kept out of the public debate about the “blacklash” against the English footballers who missed their penalties in the final of the Euros against Italy. I hadn’t contributed because there were already excellent contributions that either reflected what I thought and would say or were more eloquent than I could have expressed myself and with which, again, I agreed.
It is important to note, as with the statutory definition of ‘race,’ the definition of ‘#disability’ under the Equality Act 2010 is a statutory one. In other words, it is not inconceivable that someone may be deemed disabled on one level but fail to meet the statutory requirements to qualify as ‘disabled’ under the 2010 Act. Under the 2010 Act a person has a disability if they have a physical or mental impairment, and that impairment has a substantial and long-term adverse effect on their ability to carry out normal day-to-day activities. There are, therefore, at least four key elements.
Ryan reads the opening chapter, which is an exchange between two of the main protagonists, Rupert and Dexter on New Year’s Eve.
This is a story about Past, Present and Future, recording their journey in life in real-time, expectations by others of them and the omission of ‘their’ ancestral history from ‘their’ schooling ‘education’
Unfair dismissal is a statutory concept found in the Employment Rights Act 1996 whereas Wrongful dismissal is found in common law.
This podcast explains the components of Direct Discrimination and Harassment under the Equality Act 2010 and how both can arise.
This podcast explains s.15 of the Equality Act 2010 (discrimination arising from disability) with reference to s.13 (direct discrimination)
Direct discrimination because of disability is a relatively easy concept to grasp and visualise in one’s mind. Discrimination arising from disability less so, especially when the alleged causal link to the disability is further up the causative chain. If a disabled person is off work frequently on sick leave due to their disability, is subsequently dismissed for their poor sickness record and the days taken into consideration are those related to those taken due to their disability we can see how a claim could be framed as discrimination arising from disability. A harder concept to grasp is where an employee used offensive language at work because they were unhappy with a decision taken by their employer that impacted on their ability to attend a function arranged by their employer due to their disability.